Managing Director, HR Product & Transformation

The HR Product Managing Director is accountable for defining, building, and scaling a centralized, dedicated HR product and transformation capability across service delivery, technology, AI-enabled workflows, automation, and process redesign. This leader will formally stand up and build a team responsible for identifying, prioritizing, designing, and scaling high-impact HR transformation opportunities.

Operating at the intersection of HR, technology, experience design, and analytics, this leader owns the end-to-end product lifecycle for transformation of HR solutions—from problem definition and business case development through design, delivery, adoption, measurement, and continuous optimization.

This role brings a product ownership and design transformation lens to HR, translating enterprise business needs into scalable, employee-facing products, workflows, and intelligent solutions that materially improve efficiency, experience, capacity, cost, and insight.

The HR Product Managing Director leads the organization’s efforts to:

• Define and execute the HR product, agentic solutions, automation, and workflow transformation strategy.

• Build and lead a small team of design experts who identify opportunities for transformation through AI, automation, and process redesign.

• Partner cross-functionally to build business cases for transformation and align investments to measurable enterprise value.

• Partner with functional owners to redesign HR solutions and workflows, ensuring changes are operationally practical and scalable.

• Partner with HR Technology and HRIT to identify enabling technology needs and solution architecture requirements.

• Partner with People Analytics to measure outcomes, product performance, adoption, and realized business value.

This leader is accountable for delivering step-change improvements in capacity, cost, speed, quality, experience, and insight, working in close partnership with HR Operations & Service Delivery, HR Technology, HRIT, People Analytics, Workforce Strategy, HR COEs, and matrix partners such as Technology, Finance, Data, Digital, and AI to ensure solutions are successfully operationalized and sustained over time.

Core Responsibilities

HR Product Strategy, Transformation Capability & Ownership

• Own the vision, strategy, and roadmap for transforming key HR services and workflows through AI-enabled solutions, automation, and process redesign.

• Formally stand up and scale a centralized, dedicated HR product and transformation capability, reducing fragmentation and duplicative efforts across the function.

• Translate HR, business, and employee needs into clear product strategies, prioritized backlogs, business cases, and release roadmaps.

• Accountable for product value delivery, ensuring investments are aligned to enterprise priorities and measurable outcomes.

• Serve as the voice of the customer—employee, manager, and HR—in product and design decisions.

• Ensure solutions are embedded into employee and manager workflows, not treated as standalone tools.

• Partner with HR Operations to transition solutions into BAU and ensure long-term stability, optimization, and performance.

• Build and manage the People AI use-case portfolio, including prioritization of copilots, agents, intelligent workflows, and AI-enabled service experiences.

Transformation Design, AI & Workflow Redesign

• Build and lead a team of product owners, design experts, analysts, and solution leads aligned to priority HR domains.

• Establish a repeatable design-led approach to identify, assess, and prioritize transformation opportunities through AI, automation, self-service, and process redesign.

• Work cross-functionally with HR COEs, HR Operations, Finance, Technology, and business stakeholders to build business cases that quantify value, feasibility, operational impact, and investment needs.

• Partner with functional owners to redesign HR services, policies, processes, decision points, and workflows around improved employee and manager experiences.

• Partner with HR Technology and HRIT to identify technology needs, integration requirements, data dependencies, platform implications, and implementation pathways.

• Define and lead the HR agent strategy and ecosystem, including use case identification, prioritization, experimentation, scaling, a